Revision of the author's thesis (Ph. D.--Nan kai da xue). / Based on the author's thesis (doctoral). Includes bibliographical references (p. [349]-359).

University of Macau / Faculty of Social Sciences. / Department of Sociology

Thesis (Ph.D.)--The University of North Carolina at Chapel Hill, 1993. / Director: Glen H. Elder, Jr. Includes bibliographical references.

Background: Nursing professional, up to today, is still women dominated. The consistent medical reform and scarcity of nursing labor force in China contribute to the high workload and work related pressure. On the other hand, family always plays an essential role in women’s life, especially for Chinese women. They are believed to be the principal person to provide family care. Therefore, female nurses always face the challenges in accomplishing the duty from work and family, and also face the difficulties in balancing the work-related role and family-related role. The incompatibility between work-related role and family-related role leads to work-to-family conflict. It is a kind of interrole conflict to which women are especially sensitive. Work-to-family conflict is defined as a type of interrole conflict which occurs as a result that the work related responsibilities interfere with family life. Literatures suggested that there were many aspects are significantly related to work-family conflict, such as the working model, workload, and social support. And work-family conflict was demonstrated to be associated with lower job satisfaction. Objectives: This study mainly aim to explore the relationship between shift work models and self-perceived work-to-family conflict in Chinese female nurses working in Guangzhou city hospitals. Many related aspects are also explored and we in particular focus on the effect of night shift work demand. Furthermore, we aim to detect the association between work-to-family conflict and job satisfaction among recruited sample subjects. Methods: A cross-sectional questionnaire study was conducted in several Guangzhou city hospitals. Employed female registered nurses were included. Questionnaires were delivered to nurses in hard copy or soft copy, involving categories of working model, working demand, job satisfaction, and work-to-family conflict. 315 questionnaires were delivered and 261 of them were returned with a response rate of approximately 83%. After data cleaning, total 250 valid-responded questionnaires were analyzed finally. Statistical description, subgroup analysis, linear regression analysis, and multivariable linear regression analysis were established for data analysis and hypothesis testing. Results: In this study, family financial responsibility, occupation support from family, overall workload, overtime work, organizational policy support, supervisor support were found to be significantly associated with self-perceived work-to-family conflict. The effects of night shift on work-to-family conflict were different among subject with different demographic characteristic, family role, work role, family-related support, and work-related support. Shift model was found to be significantly associated to work-to-family conflict, and day-night shift was related to higher level of work-to-family conflict. But the relationship between the frequency of night shift and work-to-family conflict was not found through the linear regression model. And it was found that there was a significant negative correlation association between work-to-family conflict and job satisfaction, meaning that higher work-to-family conflict was associated with lower job satisfaction among the sample subjects of this study. Among the six items measuring the overall job satisfaction, job autonomy, task requirement, organizational policy, and professional status were found to significantly related to work-to-family conflict level. Conclusions: The association between shift models and work-to-family conflict was confirmed but it was affected by nurses’ demographic characteristic. The frequency of night shift was not found to significantly affect the self-perceived work-to-family conflict level. And there was a significant negative relationship between work-to-family conflict and job satisfaction, where higher job satisfaction was associated with lower work-to-family conflict. / published_or_final_version / Public Health / Master / Master of Public Health

published_or_final_version / Social Work / Master / Master of Social Work

本研究旨在探讨工作家庭交互作用与匹配领域的变量之间的关系，即，工作家庭交互作用与一开始引发它的领域中的两个结果变量(满意度和绩效)之间的关系。本研究共有三个研究问题:(1)这种匹配领域的关系是否能推广到中国样本中? (2)工作家庭交互作用和满意度/绩效之间，到底谁是因谁是果? (3)在这个过程中，情绪是否有中介作用? 研究一在一个教师群体中采用横断面研究，并发现在控制了交互领域(即工作家庭交互作用的被影响的领域)的作用之后，匹配领域的关系在满意度上仍然显著，但是在绩效这个因变量上不显著。研究二在一个以孩子家长组成的样本中采用一个周期为两周的日记法以及间隔时间为一周的跨时间的数据进行交互验证，并发现是匹配领域中的满意度导致了工作家庭交互作用，而不是反过来。并且发现对于绩效来说，只有交互领域的关系是显著的，并且在这个关系中，绩效是果而不是因。对于情绪的作用，研究结果并不一致。基于以上结果，对研究意义、不足和展望进行了讨论。 / This study focused on the matching-domain relationship in work-family interface (WFI), i.e., the relationship between WFI and two outcome variables of satisfaction and performance in the originating domain. There were three research questions:(1) whether such relationship could be generalized in Chinese samples;(2) what was the causal relationship between the variables; and (3) whether emotions could mediate such relationship. Study 1 was a cross-sectional research conducted with Chinese teacher. We found that after controlling the cross-domain (i.e., the receiving domain) relationship, the matching-domain effect of WFI was still significant on satisfaction but not on performance. Study 2 consisted of a two-week daily diary data and a one-week interval cross-time data on a group of Chinese parents. It cross-validated that it was the matching-domain satisfaction caused WFI but not the reversed. Also, we found that performance was only significant in the cross-domain relationship and WFI was the cause rather than the result in this relationship. Finding on the role of emotions on the aforesaid relationship was inconsistent. Implications, limitations and future directions were discussed based on the above findings. / Detailed summary in vernacular field only. / Cao, Hui. / "November 2011." / Thesis (Ph.D.)--Chinese University of Hong Kong, 2012. / Includes bibliographical references (leaves 112-123). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese; appendixes in Chinese. / Acknowledgements --- p.IV / Table of Contents --- p.V / List of Tables --- p.VII / List of Figures --- p.IX / English Abstract --- p.II / Chinese Abstract --- p.III / Chapter Chapter 1 --- Literature Review --- p.1 / Concept of work-family interface --- p.2 / Summary on the concept of work-family interface --- p.10 / Framework of Work-family Interface --- p.15 / Chapter Chapter 2 --- The Present Study --- p.23 / Research question 1: the phenomenon of matching-domain relationship between WFI and outcome variables --- p.23 / Hypotheses on the phenomenon of matching-domain hypothesis in Chinese sample --- p.29 / Research question 2: the causal relationship between WFI and matching-domain satisfaction/performance --- p.30 / Hypotheses on the causal relationship between WFI and matching-domain satisfaction/performance --- p.35 / Research question 3: the mediation effect of emotion --- p.36 / Design of the present study --- p.38 / Chapter Chapter 3 --- Study 1: Cross-Sectional Study --- p.41 / Method --- p.42 / Results --- p.46 / Discussion --- p.56 / Chapter Chapter 4 --- Study 2: Daily Diary Study --- p.61 / Methods --- p.61 / Results --- p.73 / Discussion --- p.94 / Chapter Chapter 5 --- General Discussion --- p.100 / Summary of the Results --- p.100 / Implications --- p.103 / Limitations --- p.106 / Future directions --- p.108 / References --- p.112 / Chapter Appendix 1 --- The Chinese Version of Work-family Interface Scale used in Study I and Posttest of Study 2 --- p.124 / Chapter Appendix 2 --- The Chinese Version of Work Satisfaction Scale, Family Satisfaction Scale, Work performance Scale, and Family Performance Scale used in Study 1 and Posttets of Study 2 --- p.125

"December 2003." / Thesis (Ed.D.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (p. 441-475). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web. / Abstracts in English and Chinese.

by Au Ka Bo, Ruby, Chak Hau Yee. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 75-79). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / PREFACE --- p.vi / ACKNOWLEDGMENT --- p.vii / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- LITERATURE REVIEW --- p.6 / Chapter III. --- METHODOLOGY --- p.18 / Research Design --- p.18 / Conceptualization --- p.19 / Hypotheses on Work Family Conflict --- p.21 / Hypotheses on the Impacts on Family Friendly Policy --- p.22 / Hypotheses on the Availability and Usage of Family Friendly Policy --- p.24 / Questionnaire Design --- p.25 / Chapter IV. --- RESULTS AND FINDINGS --- p.28 / Respondents' Profile and Descriptive Statistics --- p.28 / Multivariate Analysis --- p.33 / Results --- p.33 / Findings on Work Family Conflict --- p.33 / Findings on Availability and Usage of Family Friendly Policy --- p.45 / Other Findings --- p.50 / Chapter V. --- DISCUSSION --- p.57 / Summary of Findings --- p.57 / Recommendations --- p.61 / Who Are Responsible to Provide Family Friendly Policy? --- p.61 / Who Are the Target Users? --- p.62 / What Kinds of Family Friendly Policy Are Needed to Provide? --- p.62 / How to Provide Family Friendly Policy? --- p.64 / Chapter VI. --- CONCLUSION --- p.67 / APPENDIX --- p.70 / BIBLIOGRAPHY --- p.75

published_or_final_version / Sociology / Master / Master of Philosophy

交叉傳遞被定義為人際間的一種壓力傳遞過程。本研究的目的在於考察中國雙職工夫妻的交叉傳遞效應。具體而言，我將探討個體的工作-家庭關係（工作-家庭衝突與工作-家庭豐富）如何影響其配偶的結果變量（心理壓力，生活滿意度，婚姻滿意度，與工作滿意度）。本研究包括兩部分，研究一為問卷調查，研究二為深度訪談。本研究致力於回答三個研究問題：（1）交叉傳遞效應獨立於個體內效應而存在嗎？對象互依性模型分析顯示，妻子的工作-家庭豐富顯著預測丈夫的四個結果變量，丈夫的工作-家庭衝突與工作-家庭豐富顯著預測妻子的婚姻滿意度，交叉傳遞效應確實獨立於個體內效應而存在。（2）交叉傳遞的可能機制是什麼？我進行了三組探索。在A部分，通過考察一有影響力的交叉傳遞模型，我檢視了負性與正性的交叉傳遞機制。對於負性傳遞機制，我發現共同壓力源直接影響夫妻雙方的工作-家庭衝突，妻子的工作-家庭衝突直接影響丈夫的幸福感，而妻子所知覺到的下降的關係品質在丈夫的工作-家庭衝突與妻子的幸福感之間起到了中介的作用。對於正性傳遞機制，我發現共同壓力源僅顯著預測妻子的工作-家庭豐富。個體所知覺到的改善的關係品質在其配偶的工作-家庭豐富與個體的幸福感之間起到了中介的作用。在B部分，我發現妻子的觀點採擇能夠緩解丈夫的工作-家庭衝突對妻子心理壓力的影響，以及強化丈夫的工作-家庭豐富對妻子婚姻滿意度的影響，但該效應需要進一步驗證。在C部分，我發現個體的工作-家庭角色融合這一特質在其配偶的工作-家庭衝突（豐富）與個體的工作-家庭衝突（豐富）之間起到了部分中介的作用。（3）交叉傳遞過程有無性別化的傳遞模式？結果顯示交叉傳遞過程是一種雙向過程：由丈夫傳遞至妻子，以及由妻子傳遞至丈夫。但在特定情況下，傳遞路徑的強度可能不盡相同。訪談內容的分析加深了我們對交叉傳遞現象的理解。 / Crossover is defined as the interpersonal process that occurs when job stress or strain experienced by one person affects the level of strain of another person in the same social environment. The purpose of the present study is to examine the crossover effects in a sample of Chinese dual-earner couples. Specifically, I examined how one partner’s work-family interface (work-family conflict/WFC and work-family enrichment/WFE) might affect the other partner’s outcomes (psychological strain, life satisfaction, marital satisfaction, and job satisfaction). Altogether, two studies were conducted. Study 1 was a questionnaire survey, and Study 2 was a qualitative interview. Overall, the present study aims at answering three research questions: (1) Do crossover effects exist independent of within-individual effects? The Actor-Partner Interdependence Model (APIM) analysis showed that wives’ WFE emerged as a significant predictor of husbands’ four outcome variables in the expected direction. Husbands’ WFC and WFE were predictive of wives’ marital satisfaction. Results demonstrated that the crossover effects do exist independent of established within-individual effects. (2) What are the possible mechanisms of the crossover process? In this part, three sets of investigations were conducted. In Section A, I examined the mechanisms of both negative and positive crossover through testing an influential crossover model. For the mechanisms of negative crossover, I found that common stressors directly influenced both husbands’ and wives’ WFC. Wives’ WFC had a direct impact on husbands’ well-being, whereas the relationship between husbands’ WFC and wives’ well-being was mediated by wives’ perception of impaired relationship quality. For the mechanisms of positive crossover, I found that common stressors were a significant predictor of wives’ WFE, but not that of husbands’ WFE. Analysis highlights a strong indirect transfer from husbands’ WFE to wives’ well-being through wives’ perception of improved relationship quality, as well as from wives’ WFE to husbands’ well-being through husbands’ perception of improved relationship quality. In Section B, I further looked into the role of empathy in the direct crossover paths and found that wives’ perspective taking buffered the negative effect of husbands’ WFC on wives’ psychological strain, and strengthened the relationship between husbands’ WFE and wives’ marital satisfaction. To note, the interaction effects are not strong and may require further investigation. In Section C, I examined the role of personal attribute (i.e., work-family role integration) in the crossover process and found that wives’ work-family role integration partially mediated the relationship between husbands’ WFC and wives’ WFC, as well as between husbands’ WFE and wives’ WFE. Likewise, husbands’ work-family role integration partially mediated the relationship between wives’ WFC and husbands’ WFC, as well as between wives’ WFE and husbands’ WFE. (3) What are the gendered crossover patterns in Chinese dual-earner couples? Results from various research models suggested that the crossover process is a two-way phenomenon: from husbands to wives and vice versa. However, under specific circumstances, the two crossover paths might not be equally strong. Interview responses in Study 2 deepened our understanding of the crossover phenomenon. / Detailed summary in vernacular field only. / Liu, Huimin. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 129-144). / Abstract also in Chinese; appendix A in Chinese. / Chapter Chapter One: --- Literature Review --- p.1 / Work-Family Interface (WFI) --- p.2 / Recent Perspective on Work-Family Interface --- p.9 / The Present Study --- p.26 / Chapter Chapter Two: --- Questionnaire Survey (Study 1) --- p.28 / Research Methods --- p.28 / Research Question One --- p.35 / Hypotheses --- p.35 / Results --- p.37 / Research Question Two --- p.42 / Chapter Section A: --- Mechanisms of Crossover --- p.43 / Hypotheses --- p.43 / Results --- p.53 / Discussion --- p.63 / Chapter Section B: --- A Closer Look at the Role of Empathy --- p.70 / Hypotheses --- p.70 / Results --- p.72 / Discussion --- p.77 / Chapter Section C: --- Further Examination of Personal Attribute (WFRI) --- p.79 / Hypotheses --- p.79 / Results --- p.86 / Discussion --- p.91 / Chapter Chapter Three: --- Qualitative Interview (Study 2) --- p.95 / Purposes --- p.95 / Participants and Procedure --- p.96 / Data Analysis --- p.97 / Results --- p.98 / Discussion --- p.112 / Chapter Chapter Four: --- General Discussion --- p.117 / A Summary of Research Findings --- p.117 / Limitations and Future Directions --- p.122 / Contributions and Implications --- p.126 / References --- p.129 / Appendices --- p.145 / Chapter Appendix A. --- The Chinese version of the scales used in Study 1. --- p.145 / Chapter Appendix B. --- The coding schemes of the qualitative interview --- p.151